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  • Blending Generational Differences in the Workplace

    Denise Harrison, Consultant, MBA NPDP PMP

    Kelsey Assel, CAPM MBA-PM Candidate

    Tammy Lilly, Consultant Slalom Consulting

    SIUE Project Management Symposium

    Friday, November 17, 2017

  • Agenda

    Introduction

    Session Objectives

    Generation Cohorts

    Case Studies

    Summary

    Wrap Up

    11/7/2017 10:45 AM 2

  • Half the day is gone before she comes to work!

    If I hear thats how its always been done one more

    time!

    Were all trying to get

    the work done but he never

    puts down his phone!

    Work isnt fun

    anymore!

    Why cant we use

    technology more?

    Why should I waste my

    time teaching her, she wont

    be here in a year!

    I got more work done

    before I even came into the office today!

    Why are we moving so

    slow, it should be done faster

    than this!

    We are all part of a team, why cant he

    be a team player?

    Its worked for 40 years, why does it have to

    change?

    Have You Heard These Comments?

    How do you

    motivate them?

    11/7/2017 10:45 AM 3

  • Differentiate characteristics between generations

    Adapt and leverage generational characteristics

    Propose advantages of blending generational differences

    Learn how to motivate team members of each generation

    Discuss how to effectively communicate with each generation

    Session Objectives

    11/7/2017 10:45 AM 4

  • The Multi- Generational Workplace

    By 2020 there will be 5 Generations in the Work Place.

    Today 1 in 7 employees reports to someone a full decade younger.

    Age and experience no longer are indications of role.

    Multi-generational teams offer a diversified way of looking at a project.

    Today 1 in 3 employees reports to someone younger.

    Our Teams Today

    11/7/2017 10:45 AM 5

  • 11/7/2017 10:45 AM 6

    Generation Data Traditionalists are

    staying in the workforce longer

    Baby Boomers are staying in the workforce longer

    Millennials surpass Baby Boomers becoming most influential generation

    Generation X numbers remain stable

    Generation Z data points are evolving

    Attention is overshadowed by larger cohorts

    Millennials will dominate for years to come

  • Generation Z Traditionalists Baby Boomers Generation X Millennials

    How Do You Make Sure All Generations Are Heard?

    11/7/2017 10:45 AM 7

  • Generation Z Traditionalists Baby Boomers Generation X Millennials

    Generation Cohorts

    Major economic and military events

    Patriotic and loyal

    Fiscally conservative

    Faith in institutions

    Nuclear families

    Civil Rights Anti-War

    and government

    Equal rights Optimism,

    anything is possible

    Latchkey kids

    Volatile economy and global competition

    Diverse, non-traditional

    Social networking and mobile games

    Flexible and self-reliant

    Personal freedom and equality

    Facebook and high speed internet

    Achievement and civic duty

    Diversity and social conscious

    11/7/2017 10:45 AM 8

  • Generation Z Traditionalists Baby Boomers Generation X Millennials

    What They Want From Work

    Established rules

    Strong leadership authority

    Employer loyalty

    Employer loyalty

    Company commitment

    Documented feedback

    Immediate and continuous feedback

    Work/life balance

    People (not Company) loyalty

    Continuous learning

    Fun at work Workplace

    location and flexible hours

    Feedback Dedicated

    cause

    High expectations of leadership

    Expect to work for success

    Return to employer loyalty

    11/7/2017 10:45 AM 9

  • Generation Z Traditionalists Baby Boomers Generation X Millennials

    How To Motivate Them

    Recognize experience as valued and respected

    Acknowledge tacit and historical knowledge

    Show appreciation for quality of work

    Recognize work as valued and needed

    Empower and encourage innovation

    Provide challenges and opportunity

    Provide opportunities to network

    Provide opportunities to work with people outside the team

    Show dream positions of aspiration

    Help them work toward these opportunities

    11/7/2017 10:45 AM 10

  • Generation Z Traditionalists Baby Boomers Generation X Millennials

    How To Keep Engaged

    Provide ways to get results daily

    Take time to provide chances to build skills

    Give loyalty and support

    Help become comfortable with technology

    Specific points when providing feedback

    Be direct in messaging

    Provide competitive pay

    Dont micro-manage

    Establish strong vision and good reputation

    Embrace technology

    Provide rapid advancement opportunities

    Offer flexibility in work locations and hours

    Embrace ALL diversity

    Establish active community in and around workplace

    Support environment sustainability

    11/7/2017 10:45 AM 11

  • Increase in productivity on project teams

    Increase in creativity delivers better project solutions

    Increase in employee satisfaction and morale makes better project teams

    and better results delivered

    Increase in positive interactions drives all stakeholders to achieve more

    Why Should This Matter to Me?

    11/7/2017 10:45 AM 12

  • 11/7/2017 10:45 AM 13

    Case Studies

  • Case Study 1 - Good

    Description Challenge

    Small, manufacturing company in Franklin, Ohio

    -Friction over differing values, like: Work ethic Goal orientation Professional expectations -Long-held stereotypical opinions

    Solutions to Bridge the Gap

    -Encouraged fair, consistent, respectful management skills -Leadership was encouraged to clearly communicate expectations -Creative engagement practices -Mentoring no formal system set up, but endorsed by leadership

    11/7/2017 10:45 AM 14

  • Case Study 2 - Better

    Description Challenge

    Small, privately owned software company in Southeast US

    Interpersonal tension between generations due to different communication styles

    Solutions to Bridge the Gap

    -Assign videos & readings on generational differences -More experienced employees coached less experienced employees on soft skills -Focus on the companys bigger picture

    11/7/2017 10:45 AM 15

  • Case Study 3 - Best

    Description Challenge

    Large engineering firm in Overland Park, Kansas

    Friction due to transfer of responsibility from experienced to inexperienced project leadership

    Solutions to Bridge the Gap

    -Address, dont ignore intergenerational friction -Support from leadership for less experienced employees -Focus on direct communication to communicate all employees feel understood and valued -Provide formal structures for mentorship

    11/7/2017 10:45 AM 16

  • Stay respectful, flexible and understanding

    Avoid stereotyping

    Learn from one another

    Tailor communication

    Dont overlook similarities

    Incorporate frequent and varied teambuilding activities

    Wrap Up

    11/7/2017 10:45 AM 17

  • Half the day is gone before she comes to work!

    If I hear thats how its always been done one more

    time!

    Were all trying to get

    the work done but he never

    puts down his phone!

    Work isnt fun

    anymore!

    Why cant we use

    technology more?

    Why should I waste my

    time teaching her, she wont

    be here in a year!

    I got more work done

    before I even came into the office today!

    Why are we moving so

    slow, it should be done faster

    than this!

    We are all part of a team, why cant he

    be a team player?

    Its worked for 40 years, why does it have to

    change?

    How would you address these now?

    How do you

    motivate them?

    11/7/2017 10:45 AM 18

  • OPEN DISCUSSION

    11/7/2017 10:45 AM 19

  • REFERENCES

    11/7/2017 10:45 AM 20

  • Iden, R.L. (2016). Strategies for Managing a Multigenerational Workforce. Retrieved from ScholarWorks. http://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=3190&context=dissertations Minding the Gap: Closing the Generation Divide in Project Management [White Paper] Retrieved September 17, 2017, from Project Management Institute: https://www.pmi.org/-/media/pmi/documents/public/pdf/white-papers/minding-the-gap.pdf Rentz, K.C. (June 2015). Beyond the Generational Stereotypes: A Study of U.S. Generation Y Employees in Context. Business & Professional Communication Quarterly, Vol 78, p136-166. Retrieved from http://journals.sagepub.com.libproxy.siue.edu/doi/pdf/10.1177/2329490615576183

    Case Study References

    11/7/2017 10:45 AM 21

    http://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=3190&context=dissertationshttp://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=3190&context=dissertationshttp://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=3190&context=dissertationshttps://www.pmi.org/-/media/pmi/documents/public/pdf/white-papers/minding-the-gap.pdfhttps://www.pmi.org/-/media/pmi/documents/public/pdf/white-papers/minding-the-gap.pdfhttps://www.pmi.org/-/media/pmi/documents/public/pdf/white-papers/minding-the-gap.pdfhtt